Position: Human Resources Generalist
Department: Human Resources/Administration
Reports To: Executive Operations
FLSA Status: Exempt, Full-Time
The Human Resources Generalist administers the Museum’s day-to-day human resources programs and serves as the primary HR resource for employees and managers, helping foster a workplace where employees can thrive and contribute to the Museum’s mission. The position is responsible for recruitment and onboarding, employee records and HRIS, benefits administration, payroll review, performance management, employee relations support, training, and HR compliance.
Reporting to Executive Operations, the Generalist works closely with department leaders, the Museum Administrator & Payroll Specialist, Finance, and the Museum’s third-party HR outsourcing provider (HRO), and serves as the primary operational contact with the HRO. The Generalist works independently, interprets and applies HR policies and employment requirements to individual situations, resolves routine matters, and escalates significant, sensitive, or high-risk matters to Executive Operations.
HR Operations & Employee Support
- Serves as the primary point of contact for employees and managers on HR policies, procedures, and programs; interprets policy, recommends courses of action, and determines when matters require escalation.
- Administers employee lifecycle transactions, including new hires, status and compensation changes, leaves, and separations, and maintains accurate, confidential personnel records in the HRIS in accordance with Museum policy and record-retention requirements.
- Maintains HR calendars, workflows, and documented procedures, and ensures clear handoffs and backup coverage with the Museum Administrator & Payroll Specialist.
Payroll Review & Benefits Administration
- Payroll review: Reviews each payroll prepared by the Museum Administrator & Payroll Specialist for completeness and accuracy before it is submitted to the designated authorized approver for payroll release. Verifies that approved HR changes (new hires, status and compensation changes, leave, deductions, and terminations) and timekeeping records are accurately reflected, and resolves HR-related discrepancies before processing deadlines. This review does not constitute authorization to release payroll funds or approve financial transfers.
- Employee resource: Serves as the first point of contact for employee questions about payroll-related HR changes and benefits; refers technical payroll, tax, or plan questions to the Payroll Specialist, Finance, the HRO, or the plan provider and follows them through resolution.
- Benefits administration: Administers benefit enrollments and changes for new hires, qualifying life events, status changes, and separations; coordinates required notices, including COBRA, with the HRO; and audits benefit records for accuracy.
- Open enrollment: Leads annual open enrollment from launch through completion, including communications, employee education, election tracking, and verification of benefit setup with the HRO.
- Retirement plan: Owns the administrative coordination and follow-through for employee 401(k) deferrals and Safe Harbor matching contributions to ensure accurate and timely processing and uploads to participant accounts. Coordinates with the Museum Administrator & Payroll Specialist, Finance, the HRO, and the plan provider; verifies payroll records, upload completion, and deadlines; follows discrepancies through resolution; and tracks required administrative steps and applicable ERISA-related deadlines. Immediately escalates any actual or potential late, inaccurate, or noncompliant contribution to Executive Operations and Finance. Finance retains responsibility for authorized financial transfers and financial reconciliation.
- Reporting & escalation: Tracks quarterly and other recurring payroll and benefits reporting deadlines, reviews HR data for completeness, and escalates unresolved issues affecting employees, deadlines, or compliance to Executive Operations and the Finance Director.
HRO Partnership
- Serves as the primary operational contact with the HRO for payroll, benefits, HRIS, leave administration, and employee records; manages requests through resolution and monitors service delivery.
- Helps employees and managers navigate HRO-supported services.
- Identifies recurring service issues, compliance risks, or process gaps, recommends solutions to Executive Operations, and participates in HRO meetings and service reviews.
Recruitment & Onboarding
- Partners with hiring managers on recruitment: posts approved positions with required pay-range disclosures, evaluates applicants against job-related qualifications, schedules interviews, and manages candidate communications.
- Coordinates reference checks, offers, and post-offer background checks in compliance with Hawaiʻi law (including HRS §378-2.5) and the Fair Credit Reporting Act.
- Conducts new hire orientation, including Form I-9 completion, new hire documentation, and benefits overview, and coordinates onboarding and offboarding with managers, the HRO, and other departments.
Employee Relations & Performance Management
- Advises managers on routine employee relations matters by applying Museum policy and recommending appropriate action, and documents concerns and outcomes.
- Supports workplace investigations as directed by Executive Operations, maintains confidentiality, and promptly escalates sensitive or high-risk concerns such as harassment, discrimination, retaliation, or safety issues.
- Administers the performance management cycle, including schedules, manager resources and reminders, goal-setting support, documentation, and completion tracking; escalates significant performance concerns to Executive Operations.
- Supports employee engagement, recognition, and workplace communication initiatives.
Training, Safety & Workers’ Compensation
- Coordinates, communicates, and tracks training and development sessions, including safety, management, and all-staff training, and maintains training records.
- Manages workplace injury reporting and workers’ compensation claims with Museum leaders, insurers, and external providers.
- Maintains required OSHA injury and illness records and submits required reports accurately and on time; escalates significant incidents, missed deadlines, or potential compliance concerns to Executive Operations.
HR Compliance & Reporting
- Owns day-to-day HR compliance coordination and tracking for applicable federal and Hawaiʻi employment requirements, including required postings and notices, filings, training, and policy acknowledgments. Maintains the compliance calendar, investigates routine gaps, follows corrective actions through resolution, and promptly escalates potential violations or material risks to Executive Operations.
- Administers Form I-9 and employment eligibility processes, including reverification tracking.
- Coordinates leave and accommodation processes under applicable federal and Hawaiʻi law with the HRO and leadership, tracks documentation and deadlines, supports employees through the interactive process, and escalates complex matters to Executive Operations.
- Implements HR policies approved by Museum leadership and recommends updates when legal requirements, risks, or operating needs change.
- Prepares HR reports and metrics (e.g., recruitment, turnover, training, performance management, and benefits) in coordination with Finance and the HRO.
QUALIFICATIONS:
Required
- Human resources experience in one or more of the following: HR administration, recruitment, onboarding, employee relations, payroll and/or performance management.
- Working knowledge of HR practices and federal and state employment requirements.
- Strong written and verbal communication, interpersonal, and organizational skills, with the ability to communicate effectively with employees, managers, Finance, leadership, and external providers.
- Demonstrated ability to maintain confidentiality, exercise sound judgment, manage multiple priorities independently, and meet recurring deadlines.
- Proficiency with Microsoft Office and HR-related technology.
- Ability to obtain and maintain access credentials to Joint Base Pearl Harbor-Hickam (Ford Island), as required for on-site work.
Preferred
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Two or more years of progressive human resources experience.
- Experience with payroll and benefits administration, and with an HRO, HRIS, payroll provider, or benefits administrator.
- SHRM-CP, PHR, or comparable HR certification, or progress toward certification.
CORE COMPENTENCIES
- Sound judgment and appropriate escalation
- Confidentiality and integrity
- Organization and follow-through
- Written and oral communication
- Problem solving
- Customer service
- Teamwork
- Attention to detail.
PHYSICAL DEMANDS & WORK ENVIRONMENT
The physical demands described here are representative of those required to perform the essential functions of this position, with or without reasonable accommodation.
- Prolonged periods of sitting and computer work at a desk or workstation; periodic standing while presenting or facilitating training and orientation.
- Ability to occasionally lift and carry up to 25 pounds.
- Work is performed primarily in an office environment.
COMPENSATION:
- Salary Range: $65,000–$75,000 annually, based on qualifications and experience;
This position description summarizes the general nature and level of work performed and is not an exhaustive list of all duties, responsibilities, or qualifications. Other duties may be assigned, and the Museum may modify this description at any time with or without notice. This position description is not an employment contract, and employment with the Museum is at will.
Employment is contingent upon successful completion of all pre-employment requirements, including the federal background screening required for Ford Island base access. Continued employment requires maintaining base access eligibility.
Pearl Harbor Aviation Museum is an equal opportunity employer. The Museum does not discriminate in employment on the basis of race, color, religion, sex (including gender identity or expression), sexual orientation, age, national origin, ancestry, disability, marital status, arrest and court record, reproductive health decision, domestic or sexual violence victim status, genetic information, veteran or military status, or any other characteristic protected by federal, state, or local law.
Pay: $65,000.00 - $75,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Employee assistance program
- Employee discount
- Flexible spending account
- Life insurance
- Paid time off
- Vision insurance
Education:
Work Location: In person
